Authors
1 Department of Physical Education and Sport Sciences Miy.C., Islamic Azad University, Miyandoab, Iran
2 Professor, Department of Sport Management, Karaj Branch, Islamic Azad University, Karaj, Iran
3 Assistant Professor, Department of General Education Courses, Gorgan University of Agricultural Sciences and Natural Resources, Gorgan, Iran
4 Department of Physical Education and Sport Sciences, BG.C., Islamic Azad University, Bandar Gaz, Iran.
Abstract
Purpose: The contexts and mechanisms underlying corruption are highly diverse and complex, while most previous studies have focused primarily on examining corruption after it has occurred and become apparent. The present study aimed to develop and validate a Smart Human Resource Management Questionnaire with an Anti-Corruption Approach.
Methodology: This applied study employed a descriptive-survey research design and was conducted as a psychometric study. The research population consisted of experts and specialists in human resource management, sports management, and anti-corruption. Following a comprehensive review of the literature and consultation with subject-matter experts, an initial pool of items was developed and subsequently evaluated through a systematic validation process.
Findings: The results of the exploratory factor analysis indicated that the final questionnaire comprised 26 items and five principal factors, namely transparent recruitment and selection, ethical training and development, fair evaluation and motivation, monitoring and control, and reporting and accountability. Collectively, these five factors explained a substantial proportion of the variance in the construct of Smart Human Resource Management with an anti-corruption approach. The factor loadings of the items in the rotated factor matrix ranged from 0.65 to 0.91, indicating satisfactory relationships between the items and their respective factors. The overall Cronbach’s alpha coefficient was 0.86, while the test–retest reliability coefficient was 0.81, demonstrating satisfactory internal consistency and temporal stability of the instrument. The results of the confirmatory factor analysis also supported the acceptable fit of the five-factor measurement model, with a Root Mean Square Error of Approximation (RMSEA) of 0.048.
Keywords
- Smart Human Resource Management
- Anti-Corruption
- Transparent Recruitment and Selection
- Fair Performance Evaluation and Motivation
- Monitoring and Control
Main Subjects
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